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Posted in leadership, Leadership Minute
Tagged Authentic Leadership, conflict, corporate culture, EI, emotional intelligence, leadership
Posted in leadership, Leadership Minute
Tagged behaviour change, EI, emotional intelligence, leadership
Here’s a question I get asked fairly often: how can I move from being a manager to truly becoming a leader? It turns out that the answer is “it’s a journey; one you can start right now.”
The journey becomes more focused as a result of having a roadmap to follow to help you understand if you’re on track and making progress. The roadmap starts with a destination in mind and that destination is not obvious “title-based approach.”
Here’s a step by step process for helping you create your own leadership roadmap:
Step 1 – One perspective on the difference between managers and leaders is that managers manage tasks and projects while leaders inspire, guide, mentor, and coach their teams. The reality is the key difference is actually in the eyes of the followers. It turns out the perception of followers plays a big role in developing as a leader: if followers aren’t willing to be led then you will have no one to lead. This understanding is the first step.
Step 2 – Once you understand the role perception management plays in leadership it’s time to consider what leadership outcome you are striving to achieve. Your Leadership Vision is the “what and where” of your leadership journey: where do you want to end up and what will you do when you get there? As Cheshire Cat said to Alice, “if you don’t know where you’re going then any road will take you there!” This vision can be a role or position within a company or organization or it can be what you will be able to accomplish as a result of your leadership journey.
Step 3 – Now that you have your Vision, your what and where, it’s time to consider the how: your Leadership Core Purpose. Your core purpose is the underlying values, attitudes, and beliefs that drive your behaviours and actions towards my leadership vision. One question to help you determine is, “if we asked your followers how they would describe your strengths as a leader, what would they say?”
Step 4 – Now that you are clear on your destination and know how you are going to get there we need to understand where you are today. Draw a line down the center of a page and on the left side write a list of your leadership strengths both behavioural and skill/role related. On the right side of the page write a list of the areas you need to get stronger at that are consistent with your vision and core purpose.
Step 5 – Next to each area that requires improvement and each strength that needs to be maximized write a direction action you can take is year to move your closer towards your leadership vision. These actions can vary from reading, to taking courses, attending webinars, joining peer-groups, getting coaching, finding a mentor, finding opportunities to take on leadership roles outside of work (in my experience chairing a volunteer board is an amazing way to grow your leadership abilities), etc.
Step 6 – Now that you have actions setup it’s time to put some accountability into place. Create due dates and first steps for each of the actions. Then select an Accountability Buddy who can support you on your Leadership Roadmap, hold you accountable, and provide feedback and shared experiences when you feel stuck or at a crossroads.
Step 7 – Each quarter setup a review, evaluate, and revise session for yourself to see what progress you’ve made, what’s working, what’s not working, what’s missing, and what you can celebrate.
After reading this you may be thinking that the journey of a leader is more than an outer, visible journey, it’s a blend of the outer and an inner journey. If you have read the autobiographies of great leaders you already know how much of their focus is becoming a great leader was on self-reflection and discovery. This is the inner journey that is woven like a ribbon through the Leadership Roadmap. Think of it as your own personal iceberg: so much of the real weight is hidden below the surface and forms the true stability and power behind the iceberg.
I’m interested to hear about your personal journey as a leader. Please add a comment to this blog post so we turn this monologue into a dialogue.
Posted in human resources, leadership
Tagged Authentic Leadership, development, EI, emotional intelligence, leadership
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I received an email today from a CEO the other day asking me, “Do you have any good references / literature on ‘how to make people care’? I’m having some employee challenges.”
I thought I would share my response with you:
“Three ways:
1) hire people who care (it’s an attitudinal thing, not a training thing)
2) show a direct connection between success for them and why they should care
3) lobotomy – expensive and illegal but can dramatically shift innate personality traits. For examples of when this doesn’t work I suggest renting Dr. Jekyll and Mr. Hyde (and yes, I know, that was a potion, not a lobotomy – you get the idea).
Motivation is not something people need to receive. It’s finding ways to remove the things that demotivate people that keeps them motivated (if you hire self-starters).”
Posted in human resources, leadership
Tagged attitude, behaviour change, culture, EI, emotional intelligence, HR, leadership, training
The most straightforward piece I’ve read on candor comes from Jack Welch’s book, Winning. In Chapter Two, he refers to candor as, “the biggest dirty little secret in business,” but more specifically as people not expressing themselves in a straightforward way and withholding their comments and criticism; usually in an effort to avoid conflict.
Welch summarizes the positive effects of candor on an organization as:
Why aren’t we candid: we’re taught not to be at a young age. Sensitive or awkward issues are softened or avoided. Our parents scolded us for pointing out something that we thought was obvious but “wasn’t a nice thing to point out.” But the main reason we’re not candid is simple, it’s easier not to be.
So how do we reverse the trend and our learned childhood behaviours to create candor in our companies? Reward the behaviours you’d like to see more of and lead by example, no matter where you are in the hierarchy (although it is easier the higher up you are).
What steps do you take within your organization to promote and reward candor?
Posted in human resources, leadership
Tagged Authentic Leadership, culture, EI, emotional intelligence
Over the past year I’m consistently asked to answer the question, “what is your overall leadership development philosophy?” I thought it would be helpful to put pen to paper and blog my answer. Our experience over the past 10 years working with thousands of senior leaders in medium to large organizations has led to some core tenets that consistently hold true. Over the past year I’ve written several posts that together sum up our leadership development philosophy. I’ve consolidated those here and added a few thoughts to round things off:
As always I welcome your comments, the good, the bad, and the ugly. I’m interested to hear what your personal experience has been in helping develop leaders within your organization.
PS Why post this on my blog where my competitors can see it? It was an easy decision. Even though people can cut and paste the words, they can’t match the results we provide and at the end of the day, that’s what matters.
Posted in human resources, leadership, learning
Tagged Andragogy, Authentic Leadership, behaviour change, development, EI, emotional intelligence, HR, leadership, learning, Pedagogy
Friday, 07 August 2009
Ten tips for leading businesses in turbulent times
There’s no denying these are turbulent times. But there are things that you can do to lead your team and your company to success against the odds.
Here are the top 10 things that you can start doing today to adapt past approaches and lead through to success.
Simplify the strategic message. The easier your strategy is to understand and communicate, the greater the likelihood that it will be executed successfully. The idea is to have people understand what the top three to five goals are for the year. Stephen Covey took this idea one step further in his book The Eighth Habit, in which he describes the concept of a “Wildly Important Goal” – the most important goal for the company this year, which everyone in the company must be able to understand, feel compelled by and repeat. Simplify to make the message easy to spread.
Use a reverse one-, three-, five-year approach. Short-term thinking can drive organizations to make decisions that are not in the best interest of stakeholders long term. This situation is exacerbated in turbulent times. View decisions from three unique perspectives: one, three, five years in the future. Ask your (future) self what decisions you wish you would have made. What do you regret? What advice do you have for yourself?
Drive revenue, reduce costs and monitor cash flow tightly. Drive revenue by getting in front of the market while your competitors are inwardly focused. Reduce costs by looking at each major expenditure in its own light, not based on a sweeping percentage. Educate your top people on how to monitor cash flow. Cash is like oxygen to a business; without it, it’s game over. It astounds me how many executives are able to rise through to the senior ranks without understanding cash flow.
Stand out while everyone else is standing down. One thing that you can count on in turbulent times is a decline in ad sales.
Not only does this mean less clutter and a higher probability of reaching your audience, but when ad sales go down marketing mediums get hungry and drop prices. Lock in long-term contracts now at the lower rates.
“Confront the brutal facts but move forward with healthy optimism anyway.” In Good to Great, Jim Collins writes about being realistic about where you’re at, while at the same time putting together a positive plan to move forward.
Think of it as realistic optimism with three steps:
•be clear about what the situation is today – pretending things are better than they are is ludicrous;
•explain what the changing conditions mean for the organization or for your division; and
•share what the strategy is to move the company forward in the right direction and what each person can do to contribute to the plan’s success.
Operate based on a one-page strategic plan. Distil your strategic plan into one page that encompasses values, goals, relevant financial data, key performance indicators and actions for three to five years, one year and the next quarter.
This is far easier for people to digest than a 50-page diatribe. (For a sample format visit my blog at http://www.mikedesjardins.com).
Keep your strategic plan dynamic. The most successful companies we work with review, evaluate and revise their strategic plans each quarter.
Adapting your strategic plan to meet changes in the market, industry or company creates a document from which decisions can be made rather than another dusty binder for your shelf.
Be candid and speak authentically. Whether things are good or bad, the rumour mill has a way of spinning them into whatever is easy to pass on. By focusing on the candid facts and how people are being affected by what’s happening, a sense of community and camaraderie can be built around finding a solution.
Cut fast and cut early: Multistage layoffs are far more damaging to corporate culture than one large downsizing. The death of a thousand cuts leaves people constantly realigning priorities each time there’s a layoff and wondering if they’re next. Lead people back to engagement and productivity by listening to what they’re experiencing and helping them regain focus.
Start doing, stop doing, keep doing. When fear sets into an organization it can lead people to the point of inaction or what we call “analysis paralysis.” Have people ask and answer three simple questions: What should I start doing? Stop doing? Keep doing?
If this is a topic that you are interested to know more about, visit this link for a recorded webinar that goes into more detail and examples: www.virtusinc.com/webinars. •
Mike Desjardins is the Driver (CEO) at ViRTUS, an organizational development consulting firm with expertise in strategic planning and implementation, leadership development, change management and succession planning for medium to large organizations.
This article from Business in Vancouver August 4-10, 2009; issue 1032
Over the past ten years we’ve had the opportunity to work with well 1,000+ executives and CEOs, focused on helping them becoming better leaders, strategists, and visionaries. In that time I’ve seen the aftermath of many failed leadership development initiatives, that we’ve been called in to fix or replace, and they seem to carry a number of similarities. If you’re a CEO, VP HR, or Director of Leadership Development, I think you’ll find this helpful. Here is a list of the reasons that most leadership development (LD) initiatives fail:
If you’re not sure where to get started but you know you need to do something about developing stronger culture of leadership in your business here’s the best ways to begin:
Posted in human resources, leadership, learning
Tagged Andragogy, culture, development, EI, emotional intelligence, leadership, learning, Pedagogy